Is “feeling good” good enough? Differentiating discrete positive emotions at work

Abstract

Summary Overwhelming evidence demonstrates the benefits of positive affect for various life and work outcomes. However, the relevant organizational research almost exclusively has focused on general positive affect, thereby implying that all positive affect has consistent and equal relationships with other work variables. The purposes of this theoretical paper are to review and highlight research from basic psychology demonstrating the unique nature and correlates of specific positive emotions and to translate those ideas and findings into the organizational context. Specifically, we discuss three discrete positive emotions—pride, interest, and gratitude—and offer propositions regarding their differential effects on relevant workplace outcomes and regarding the differential antecedents of them. Our hope is that this paper stimulates future research on this topic, and we offer specific research strategies and ideas to facilitate those endeavors. Copyright © 2014 John Wiley & Sons, Ltd.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 143 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.